Not For Profit 101: Ideas for attracting and retaining the best people
It’s a competitive world out there and when it comes to finding and keeping the most talented, dynamic and experienced people, the challenge for HR professionals has never been greater. In Not For Profit, HR leads have the added problem of staff being lured away by corporates with bigger salary budgets and attractive pension benefits, thanks to their deeper pockets.
But all is not lost. Many surveys show that other factors besides pay play a big part in individual decision-making. For example, The Harvard Business Review states that 80% of survey respondents said they’d give some or heavy consideration to a job offering flexible hours, while 80% would consider a job that lets them work from home. These are both affordable options for cash-strapped Not For Profit organisations looking to up their appeal to new and existing workers. Not only do these options cost nothing, they can even save money by lowering overhead costs.
Bear in mind too that motivations are shifting, particularly amongst the younger generations. Millennials value transparency and authenticity over ‘corporate speak’ According to the latest Deloitte Millennial Survey, “millennials and Gen Z’s, in general, will patronise and support organisations that align with their values. Younger generations are putting their money where their mouths are and gravitating towards employers that make a positive impact on society. Many even say they don’t hesitate to lessen or end a consumer relationship when they disagree with a company’s business practices, values or political leanings.” This attitudinal shift is sure to bode well for the Not For Profit sector as the next generation of talent enters the workforce.
So, the bigger picture looks like it’s going in a positive direction, but what could Not For Profit HR managers do right now to boost their recruitment and retention rates?
One proven strategy is to bring your mission to life and reinvigorate a shared sense of purpose across your organisation. When you’re closely involved with something each day, sometimes it’s easy to miss the bigger picture. Could your staff and volunteers benefit from timely and personalised reminders of how their work makes a difference to others?
Most of us want to work with colleagues who are positive about the organisation, their colleagues and their role and employee engagement scores are a good indicator of how well that’s going. Take a moment to consider your organisational culture. Could this be used to your advantage by harnessing some of that workforce positivity and using it to boost your recruitment and retention strategies? Why not encourage staff to spread the word internally and externally about what they like about their jobs and share their experiences. Social media is a perfect outlet for this – so ask your people to post on sites like Glassdoor which is a magnet for jobseekers checking out their next employer. Alternatively, you could publish staff case studies on your website; hearing from real people working in the organisation is always compelling for prospective employees. And for your existing ones, it’s a nice compliment to be asked to feature too.
Another idea that is gaining traction across various business sectors is rewarding employees with community/volunteering days which they can use to support a charity or cause close to their hearts. These are paid days out of the office but can be particularly positive for those who take part. Why not reach out to local businesses to see if there is an appetite to set up a formal volunteering/CSR relationship with your organisation? It could prove to be a useful new source of volunteers that’s right on the doorstep.
Finally, make sure you have the right tools at your disposal.
Talent acquisition software has come a long way in recent years in terms of functionality, usefulness and accessibility so now is a great time to take a look at what’s available. And have you done everything you could do on succession planning? Again, good HR software should help you to do this properly. But bear in mind that succession planning is not just about putting continuity in place for key roles, it’s also an excellent motivator for those on the development path within the organisation and therefore also a good reason to stay.
Need more fresh ideas? Read about HR quick wins in compliance, engagement and value-add services in our FREE guide.
HR in the Not For Profit sector: New ways to address your core challenges
